How to deal with workplace conflict

It's a universal truth - not everyone will agree with everyone else at all times. In fact, disagreements can be more common than accord. But differing opinions don't necessarily indicate that either party is fundamentally wrong.

In any successful company, having individuals with diverse opinions is indispensable. It provides a multitude of viewpoints, experiences, and considerations that might be overlooked if everyone shared identical backgrounds or was always in agreement. However, how do you deal with conflict when these differences turn sour and threaten team harmony?

Workplace conflict is commonplace, often stemming from parties unwilling to admit defeat or struggling to find a compromise. Yet, the healthiest working relationships don't shy away from these confrontations. Instead, they learn how to deal with workplace conflict using certain techniques to navigate towards a positive resolution.

When dealing with workplace conflict, it's crucial to recognise that conflicts can also spark creativity and innovation if handled appropriately. But what should you do when conflict at work escalates? There are several strategies on how to handle workplace conflict, which can lead to more constructive outcomes and even strengthen team dynamics.

Understanding how to deal with conflicts effectively is a key skill in maintaining a harmonious and productive work environment. The challenge lies not in avoiding conflict altogether but in knowing how to deal with conflict at work and using it as an opportunity for growth and better understanding among team members.

So, when you ask yourself, "how do I deal with conflict?", remember that differences of opinion are not necessarily detrimental. Handled correctly, they can foster a diversity of thought, lead to innovative solutions, and ultimately contribute to a more dynamic and successful work environment.

How to handle minor conflicts at work

When they’re small, it’s relatively easy to deal with conflicts at work immediately. Like any other soft skill, being assertive takes practise. It’s generally much easier to speak up at the start of a conflict instead of waiting it out. If you have a hard time being direct with people close to you, look for everyday opportunities to practise with strangers, such when you have an issue with your internet provider or need to 

You may also need to rethink your idea of conflict. Being assertive or speaking your mind isn’t necessarily nasty, selfish, or aggressive. Conflicts aren’t always bad – they are in fact often necessary for change – and even the most heated confrontations can be constructive.

If there is a sense of frustration, it’s often the sign of one or both parties feeling like they’re not being listened to or it’s come down to miscommunication, which has caused the resulting problems. In any case, it will need to be cleared up. 

If the conflict is of a serious nature and has affected either your sense of safety, mental health or wellbeing, or your team’s, you should get in touch with your HR manager immediately for an urgent, confidential meeting and submit an incident report.

Tips for ongoing conflict resolution in the workplace

The way you manage conflict at work is extremely important: handle it badly, and things can quickly escalate and turn ugly. On the other hand, avoiding dealing with conflict breeds resentment and allows the conflict to build to breaking point, by which time it may be too late to repair and will end up in a more serious situation (formally reported to HR and goes against your record, or someone quits).

The hardest part can be taking the first step. You’ll need to arrange a meeting with the other party or parties; if you bring it up unexpectedly it may feel like an attack. This is especially important if you are dealing with a conflict among your team members. You must be seen to be a fair and neutral party, with everyone offered the same courtesies during the resolution process. If you feel that you are unable to do this due to the dynamic, call on your manager or another senior team member to help facilitate it objectively.

Consider the following points to help you deal with workplace conflict effectively

• Address it as soon as possible. Seek to resolve a conflict sooner rather than later, not just for your own sake; your whole team could suffer if there’s unnecessary tension in the office.
• Be prepared. Make a list of the points you want to discuss beforehand. Without preparing for a conversation and setting an agenda, you may end up arguing and making things worse. 
• Have a conversation not an altercation. Tell the other person/people why it’s important for you to resolve the conflict. Point out that spending your days in conflict with each other could be bad for productivity, the office atmosphere and everyone’s wellbeing.
• Seek clarity. Never assume someone has done or said something out of spite; they might have a perfectly valid reason for their actions, which is why it’s important to clarify the situation.
• Be open to compromise. Don’t be tempted into thinking you have to prove the other party wrong. Fighting it out won’t get you anywhere, so aim to compromise.
• Find common ground. Set a mutual goal, such as promising you will always hear the other person out, even if you disagree with what they say.

Here are more tips for having successful difficult conversations and how to get positive outcomes.

Be the bigger person

Keep in mind that you can be assertive without being aggressive. And sometimes being the bigger person can actually de-escalate the situation.

Again, if the conflict has gotten out of hand and affecting your work, it may be worthwhile speaking to someone outside your team and directly reaching out to the HR department. 

HR will have methods and advice for how to resolve a conflict at work in your particular organisation.

In conclusion, conflict in the workplace is a natural occurrence in any team or organisation. Disagreements and diverse perspectives are integral components of a dynamic, creative, and innovative work environment. However, it's crucial that these conflicts don't foster negativity or discord within the team. The key is not to eliminate conflict but to understand how to deal with conflict at work and manage it effectively.

Managing and dealing with workplace conflict requires a thoughtful approach, including open communication, active listening, and a commitment to finding mutually beneficial solutions. Employees and managers alike must be equipped with the right strategies for dealing with conflict at work, turning potentially disruptive situations into opportunities for growth and improvement. This might include engaging in mediation, team-building activities, or even formal training in conflict resolution.

Remember, the goal is not to win an argument but to reach a consensus that respects all perspectives and promotes a healthy, productive work environment. The best outcomes often arise from tackling the conflict head-on, using it as a catalyst for positive change and innovation.

When you ask, "how to deal with workplace conflict?", keep in mind that your approach can shape not only the resolution of the issue at hand but also the overall health and success of your organisation. Embrace differences, foster open dialogue, and cultivate a culture where everyone feels heard and valued.

In managing workplace conflict effectively, we allow diverse thoughts and ideas to flourish. This is where true innovation and progress lie. So, don't shy away from conflict. Instead, see it as an opportunity to learn, grow, and make your workplace even better.

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